Managerial Policy and Management Rights. 1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College. 2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following: 2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted. 2.2. The right to direct and supervise the work of all employees. 2.3. The right to determine qualifications, promotion, and hiring criteria. 2.4. The right to determine standards forwork. 2.5. The right to grant leaves. 2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies. 2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees 2.8. The right to determine the number of persons to be employed or to be retained in employment. 2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime. 2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement. 2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below and requiring compliance therewith. 2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Managerial Policy and Management Rights. β
1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College.
2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following:
2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted.
2.2. The right to direct and supervise the work of all employees.
2.3. The right to determine qualifications, promotion, and hiring criteria.
2.4. The right to determine standards forwork.
2.5. The right to grant leaves.
2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies.
2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees
2.8. The right to determine the number of persons to be employed or to be retained in employment.
2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime.
2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement.
2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below and requiring compliance therewith.
2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.J. Retrenchment, ofthis Agreement.
2.13. The right to take such actions as may be necessary to carry out the missions of the College in case of emergencies (provided that the College shall subsequently negotiate the effects of such actions on employees' terms and conditions of employment).
3. The parties agree, first, that there are College and USNH policies, management practices, protocols, procedures, and rules that govern managerial decisions not covered by the terms of this Agreement; and, second, that it is within the prerogative of the College to modify, alter or rescind such policies under this Article, subject to the terms of this Agreement and the obligation of the parties to bargain over wages, hours and terms and conditions of employment per RSA 273-A. In the event of a conflict between any such policy and the terms of this Agreement, the Agreement shall prevail. Members of the bargaining unit are subject to all written College policies, whether or not referenced herein, except to the extent that any such policy conflicts with this Agreement. At least thirty (30) calendar days prior to the implementation of any change to any such policy, the College shall notify the Association of the change. If the Association objects in writing prior to implementation that the change materially impacts any of the terms in this Agreement, then the parties shall within fifteen (15) business days of such objection agree on a time to meet to discuss the change. If the parties fail to agree on a resolution of the issue(s) within forty-five (45) business days of the Association's objection, the College may elect to implement the proposed changes. After such implementation, the Association may choose to grieve the implementation if it contends that the rule conflicts with or materially impacts any provision in this Agreement.
4. The College agrees to consult with the Association before converting any represented position to a position that would be represented in a different bargaining unit.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Managerial Policy and Management Rights. 1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College.
2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following:
2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted.
2.2. The right to direct and supervise the work of all employees.
2.3. The right to determine qualifications, promotion, and hiring criteria.
2.4. The right to determine standards forworkfor work.
2.5. The right to grant leaves.
2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies.
2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees
2.8. The right to determine the number of persons to be employed or to be retained in employment.
2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime.
2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement.
2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below below, and requiring compliance therewith.
2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.J. Retrenchment, of this Agreement.
2.13. The right to take such actions as may be necessary to carry out the missions of the College in case of emergencies (provided that the College shall subsequently negotiate the effects of such actions on employees' terms and conditions of employment).
3. The parties agree, first, that there are College and USNH policies, management practices, protocols, procedures, and rules that govern managerial decisions not covered by the terms of this Agreement; and, second, that it is within the prerogative of the College to modify, alter or rescind such policies under this Article, subject to the terms of this Agreement and the obligation of the parties to bargain over wages, hours and terms and conditions of employment per RSA 273-A. In the event of a conflict between any such policy and the terms of this Agreement, the Agreement shall prevail. Members of the bargaining unit are subject to all written College policies, whether or not referenced herein, except to the extent that any such policy conflicts with this Agreement. At least thirty (30) calendar days prior to the implementation of any change to any such policy, the College shall notify the Association of the change. If the Association objects in writing prior to implementation that the change materially impacts any of the terms in this Agreement, then the parties shall within fifteen (15) business days of such objection agree on a time to meet to discuss the change. If the parties fail to agree on a resolution of the issue(s) within forty-five (45) business days of the Association's objection, the College may elect to implement the proposed changes. After such implementation, the Association may choose to grieve the implementation if it contends that the rule conflicts with or materially impacts any provision in this Agreement.
4. The College agrees to consult with the Association before converting any represented position to a position that would be represented in a different bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Managerial Policy and Management Rights. β
1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College.
2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following:
2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted.
2.2. The right to direct and supervise the work of all employees.
2.3. The right to determine qualifications, promotion, and hiring criteria.
2.4. The right to determine standards forworkfor work.
2.5. The right to grant leaves.
2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies.
2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees
2.8. The right to determine the number of persons to be employed or to be retained in employment.
2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime.
2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement.
2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below below, and requiring compliance therewith.
2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.J. Retrenchment, ofthis Agreement.
2.13. The right to take such actions as may be necessary to carry out the missions of the College in case of emergencies (provided that the College shall subsequently negotiate the effects of such actions on employees' terms and conditions of employment).
3. The parties agree, first, that there are College and USNH policies, management practices, protocols, procedures, and rules that govern managerial decisions not covered by the terms of this Agreement; and, second, that it is within the prerogative of the College to modify, alter or rescind such policies under this Article, subject to the terms of this Agreement and the obligation of the parties to bargain over wages, hours and terms and conditions of employment per RSA 273-A. In the event of a conflict between any such policy and the terms of this Agreement, the Agreement shall prevail. Members of the bargaining unit are subject to all written College policies, whether or not referenced herein, except to the extent that any such policy conflicts with this Agreement. At least thirty (30) calendar days prior to the implementation of any change to any such policy, the College shall notify the Association of the change. If the Association objects in writing prior to implementation that the change materially impacts any of the terms in this Agreement, then the parties shall within fifteen (15) business days of such objection agree on a time to meet to discuss the change. If the parties fail to agree on a resolution of the issue(s) within forty-five (45) business days of the Association's objection, the College may elect to implement the proposed changes. After such implementation, the Association may choose to grieve the implementation if it contends that the rule conflicts with or materially impacts any provision in this Agreement.
4. The College agrees to consult with the Association before converting any represented position to a position that would be represented in a different bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Managerial Policy and Management Rights. 1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College.
2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following:
2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted.
2.2. The right to direct and supervise the work of all employees.
2.3. The right to determine qualifications, promotion, and hiring criteria.
2.4. The right to determine standards forwork.
2.5. The right to grant leaves.
2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies.
2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees
2.8. The right to determine the number of persons to be employed or to be retained in employment.
2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime.
2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement.
2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below and requiring compliance therewith.
2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.J. Retrenchment, of this Agreement.
2.13. The right to take such actions as may be necessary to carry out the missions of the College in case of emergencies (provided that the College shall subsequently negotiate the effects of such actions on employees' terms and conditions of employment).
3. The parties agree, first, that there are College and USNH policies, management practices, protocols, procedures, and rules that govern managerial decisions not covered by the terms of this Agreement; and, second, that it is within the prerogative of the College to modify, alter or rescind such policies under this Article, subject to the terms of this Agreement and the obligation of the parties to bargain over wages, hours and terms and conditions of employment per RSA 273-A. In the event of a conflict between any such policy and the terms of this Agreement, the Agreement shall prevail. Members of the bargaining unit are subject to all written College policies, whether or not referenced herein, except to the extent that any such policy conflicts with this Agreement. At least thirty (30) calendar days prior to the implementation of any change to any such policy, the College shall notify the Association of the change. If the Association objects in writing prior to implementation that the change materially impacts any of the terms in this Agreement, then the parties shall within fifteen (15) business days of such objection agree on a time to meet to discuss the change. If the parties fail to agree on a resolution of the issue(s) within forty-five (45) business days of the Association's objection, the College may elect to implement the proposed changes. After such implementation, the Association may choose to grieve the implementation if it contends that the rule conflicts with or materially impacts any provision in this Agreement.
4. The College agrees to consult with the Association before converting any represented position to a position that would be represented in a different bargaining unit.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Managerial Policy and Management Rights. 1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College.
2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following:
2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted.
2.2. The right to direct and supervise the work of all employees.
2.3. The right to determine qualifications, promotion, and hiring criteria.
2.4. The right to determine standards forworkfor work.
2.5. The right to grant leaves.
2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies.
2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees
2.8. The right to determine the number of persons to be employed or to be retained in employment.
2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime.
2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement.
2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below below, and requiring compliance therewith.
2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.
Appears in 1 contract
Samples: Collective Bargaining Agreement
Managerial Policy and Management Rights. 1. The parties recognize, first, that certain areas of managerial policy are within the exclusive prerogative of the College and USNH (collectively referred to in this Article as the "College"); and, second, that the right to determine managerial policy must be reserved to the College if it is to function effectively. It is agreed by the parties that the College's exclusive prerogative to determine managerial policy bestows upon it certain management rights, including but not limited to the specific management rights set forth in this Article. In this Agreement, the term "managerial policy within the exclusive prerogative of the public employer" has the meaning set forth in the New Hampshire Public Employee Labor Relations Act (RSA 273-A:1, XI), and includes but is not limited to managerial policies relating to College functions, programs, and methods, including the use of technology, organizational structure, and the selection, direction and number of personnel, so as to continue public control of the College.
2. The parties agree that all the rights and responsibilities of the College that have not been specifically modified, limited, or abridged in this Agreement are managerial policy within the exclusive prerogative of the public employer and are retained in the sole discretion of the College and, except as may be limited by this Agreement, shall include but not be limited to the following:
2.1. The right to manage, direct, and control the College's programs, services and operations, including but not limited to determination of the College's budget, financial policies, auditing and accounting procedures, and the means, methods, budgetary and financial procedures, and personnel by which the College's operations are to beconducted.
2.2. The right to direct and supervise the work of all employees.
2.3. The right to determine qualifications, promotion, and hiring criteria.
2.4. The right to determine standards forwork.
2.5. The right to grant leaves.
2.6. The right to determine the duties to be included in any job classification, in accordance with USNH classifications and written policies.
2.7. The right to hire, appoint, reappoint, promote, transfer, assign, reassign, and continue the employment of all employees
2.8. The right to determine the number of persons to be employed or to be retained in employment.
2.9. The right to determine the necessity for overtime, determine the amount of overtime required, and approve overtime.
2.10. The right to suspend, demote, discharge or take other disciplinary actions against an employee for just cause in accordance with duly specified procedures set forth in this Agreement.
2.11. The right to adopt, enforce, and revise written College working rules, regulations, safety rules, and policies consistent with the provisions of this Agreement, including Article I. Contract, Section E.3. below below, and requiring compliance therewith.
2.12. The right to reorganize or eliminate any position or positions on account of the College's decision to consolidate, outsource, contract out, merge, or otherwise reorganize, modify or eliminate any of its programs, operations, processes, or work; provided, however, that if the College exercises its managerial prerogative to outsource or contract out any College program, operation, process, or work, such outsourcing or contracting out shall comply with the procedural requirements in Article V. Employment, Section J.J. Retrenchment, of this Agreement.
2.13. The right to take such actions as may be necessary to carry out the missions of the College in case of emergencies (provided that the College shall subsequently negotiate the effects of such actions on employees' terms and conditions of employment).
3. The parties agree, first, that there are College and USNH policies, management practices, protocols, procedures, and rules that govern managerial decisions not covered by the terms of this Agreement; and, second, that it is within the prerogative of the College to modify, alter or rescind such policies under this Article, subject to the terms of this Agreement and the obligation of the parties to bargain over wages, hours and terms and conditions of employment per RSA 273-A. In the event of a conflict between any such policy and the terms of this Agreement, the Agreement shall prevail. Members of the bargaining unit are subject to all written College policies, whether or not referenced herein, except to the extent that any such policy conflicts with this Agreement. At least thirty (30) calendar days prior to the implementation of any change to any such policy, the College shall notify the Association of the change. If the Association objects in writing prior to implementation that the change materially impacts any of the terms in this Agreement, then the parties shall within fifteen (15) business days of such objection agree on a time to meet to discuss the change. If the parties fail to agree on a resolution of the issue(s) within forty-five (45) business days of the Association's objection, the College may elect to implement the proposed changes. After such implementation, the Association may choose to grieve the implementation if it contends that the rule conflicts with or materially impacts any provision in this Agreement.
4. The College agrees to consult with the Association before converting any represented position to a
Appears in 1 contract
Samples: Collective Bargaining Agreement
